As the average age of those in the US workforce is getting older, there is a corresponding rise in ageism in the workplace. The oldest employees are the most disadvantaged in locating new employment if they are terminated, yet too often both private corporate and public employers will not hesitate to terminate even the oldest worker even though the worker is meeting the employer’s legitimate business expectations. If you were fired and think age may have been a factor, you may have a valid claim. Don’t sit on your rights.
If you are an older worker who was terminated while younger workers were retained, you should contact this office immediately for a free consultation. I have represented both public and private older employees who were terminated and was successful in recovering multiple six-figures moneys for them. Too often, the alleged reason for the termination given by the employer was bogus, such as alleging the employee was let go in a business “restructuring.”
Bogus Business “Restructuring” as Pretext for Discrimination
Employers now are becoming more underhanded when they decide to terminate an older employee. They will unscrupulously set into motion a scheme which they hope will be a successful defense in the event they subsequently get sued for age discrimination by the terminated worker. A common one is a bogus business “restructuring” as pretext for discrimination
For example, in a case brought against a NJ municipality, the town alleged they were doing a “business restructuring” to save the town money and needed to reduce their workforce. They deviously alleged that their business manager had determined that by reducing their workforce and firing my client, who was the oldest person in the workforce, they would save the most money. My client was the only employee fired in the alleged “restructuring”.
My client subsequently filed an age discrimination lawsuit against the town. I was able to prove that contrary to the town’s assertions, after my client was terminated, the new business “restructure” which included promoting a younger worker to my client’s former position, resulted in the town’s paying more money for their workforce and that the town actually incurred more annual costs by terminating my client. The case then settled for multiple six-figures money for my client.
What You Can Do
I am an aggressive and compassionate employment law attorney who is experienced in successfully representing persons who were discriminated against at work and was successful in recovering multiple six figure settlement moneys for them. Let me fight for you. If you are thinking of resigning, or think you will be fired, or have been fired, it is important that you consult with an attorney who is experienced in employment law. I am successful in bringing employee lawsuits against governmental entities and private employers and recovering money for victims of age, disability, and other discrimination.
If You Quit Your Job, You May Lose Right to Prevail in a Lawsuit
In many instances of discrimination, if you quit your job, you may lose right to prevail in a lawsuit unless you first take certain legally required measures to preserve your job while you are still employed. If you are thinking of quitting, or think you will be fired, you should contact this office immediately for a free consultation to discuss your options in the safest way for you.
Let me fight for you. If you think you may have been discriminated against, contact Hope A. Lang, Attorney at Law today for a free consultation. I accept discrimination and whistleblower cases from all over New Jersey.
Hope A. Lang, Attorney at Law represents workers throughout the state, including Hackensack, Jersey City, Newark, Irvington, Orange, East Orange, Trenton, Paterson, Montclair, Elizabeth, North Brunswick, Union, Plainfield, Lakewood, Edison and the counties of Bergen, Middlesex, Essex, Hudson, Monmouth, Ocean, Union, Camden, Passaic, and Morris.
Hope A. Lang, Attorney at Law has convenient locations in Southern, Central, Western and Northern NJ to meet with clients.